4 Reasons Why IT Businesses Should Look For Outsourcing

Technology has made it much easier for businesses to operate on a global scale. Whether you’re just starting out as an entrepreneur or have been in business for a long time, you will probably have to deal with some form of tech at some point. Outsourcing core business processes comes with its own set of upsides and downsides, which is why it’s important for business owners to understand the benefits and drawbacks before making any final decisions on the matter.

What is Outsourcing?

Outsourcing is the practice of transferring certain business processes to outside suppliers. This can help companies save costs and increase efficiency by focusing on their core competencies while offloading non-core tasks to specialists. When you outsource, you’re hiring someone outside of your company — often a company or an individual located in another country — to perform a specific task. Outsourcing is a popular trend among IT businesses to hire someone who specialises in a certain field.

4 reasons why you should consider outsourcing your core business processes

Reduced Costs: With outsourcing, you don’t have to hire a full-time employee to manage and maintain yourIT systems. Instead, you can hire a company to do it on a per-job basis. This way, you only pay for what you need and don’t have to pay for benefits or a full-time salary.

A Variety of Expertise: When you outsource, you have access to professionals who have years of experience in a specific field. For example, you can find companies that specialise in IT infrastructure management and use them to help you create a robust and reliable system.

Flexibility: Outsourcing allows you to scale back or ramp up your contracts whenever necessary. Often, outsourcing companies offer short-term contracts that allow you to work with the flexibility to change your needs at any given time.

Expert Insight: If you don’t have in-house experts who can provide advice and recommendations, outsourcing is a great way to get expert insight.

There are drawbacks of outsourcing as well. When you outsource, you have to go outside of your company to find experts. However, when you bring in outside companies or individuals, you lose the ability to build real and meaningful relationships. It’s important for business owners to maintain a level of empathy for their customers. Outsourcing also means giving up control over the systems that you’re using. You don’t have any control over the infrastructure that you’ve hired someone to manage. You don’t have any control over the systems that are used to host your data. You don’t have any control over the people who are working inside of your organisation. Unfortunately, outsourcing comes with a high degree of uncertainty. It’s almost impossible to predict how much you’ll pay for outsourcing services. You don’t know how long your projects will take or how much they’ll cost. You don’t know if you’ll be able to find a company that’s willing to work with your budget.

HMRC and tax implications of outsourcing:

Outsourcing is seen very carefully by HMRC in terms of IR35 and employed / self-employed scenario. If the contractor is under IR35, the contractor will be deemed as an employee of the company. HMRC has suggested a to0l which could be helpful to decide the employed / self-employed status of an individual.

Final Thoughts:

The world has become more and more connected, and it has never been easier to outsource your business’s IT needs. Technology makes it possible to hire experts from around the world and have them manage your data and systems without ever having to meet in person. Technology is also making it easier to hire experts from countries where the cost of living is lower than in the UK. There are a lot of advantages to outsourcing. While outsourcing has its benefits, it also comes with some drawbacks. It can be harder to develop real relationships with outsourced experts. Furthermore, the costs can be unpredictable, and it may be
difficult to hire people from countries where living costs are lower.

 

Next Step:

Book a free consultation now.

What is the IR35 and how will it affect Recruitment agencies?

HMRC has confirmed that the existing Intermediaries Legislation rules (IR35) will be extended to encompass all intermediaries operating through personal service companies. This will impact how some recruitment agencies do business. This means that businesses using employment intermediaries will need to check whether their workers are subject to the IR35 rules or CEST (Check Employment Status for Tax). Thus, if a worker is caught by IR35, they will no longer be able to receive their wages as a dividend from an intermediary but instead pay income tax and national insurance directly on their services.

What is the IR35 rule?

IR35 is the legislation that determines whether someone is a self-employed contractor or an employee. If a worker is a contractor, then the business that employs them pays their income tax and national insurance through their contractor’s payment and does not deduct PAYE from their remuneration. In other words, contractors are responsible for paying their own taxes, whereas employees have some or all of their taxes deducted from their pay. This rule states that if an individual is performing the duties of an employee, but their pay is structured as if they were a contractor, then they must be taxed as an employee. This rule is intended to protect the rights of employees who can be vulnerable when their contractors are really employees.

Why is HMRC extending the IR35 rule?

The IR35 legislation was first introduced in 2000 to try and tackle tax evasion through the use of bogus self-employed contractors who, in reality were employees. The problem was exacerbated by the prevalence of gig-economy jobs in the early part of this century, which saw a sharp rise in the use of employment intermediaries.The new Prime Minister Liz Truss has already suggested that she will review IR35.

CEST – Check employment status for tax

HMRC’s CEST will allow employment intermediaries that are caught by IR35 to continue to treat their workers as contractors for tax purposes. The key difference between the two systems is that in the case of CEST, the employment intermediary will have to make a call on the status of the worker for the purposes of their employment. In other words, they are being required to judge whether their worker is an employee or self-employed contractor. If they decide that the worker is a contractor, then they can continue to pay them as they do currently. CEST will be based on a status check of the worker.

Recruiter’s responsibility concerning IR35 and CEST.

Since some recruitment agencies offer payroll services as umbrella companies’ as well to add value. They would be checking the status of the worker. They will need to determine whether they are an employee or self-employed contractor and pay them accordingly. If the status check indicates that the worker is an employee, then you will be responsible for deducting PAYE from their gross payment and paying their taxes. They will need to decide whether it is easier to bring the workers into the business as employees or to make sure that they remain contractors and continue to be paid through their personal service companies.

How will change of rules affect recruitment companies?

There are likely to be added costs associated with working this way, particularly for smaller businesses that may not have dealt with the PAYE system before. Given that the added costs associated with this regime may dissuade smaller businesses from using employment intermediaries, larger recruitment companies are likely to see an increase in their market share. In the event that smaller businesses decide to bring their contractors into the business, they will be required to pay them the same as they would an employee.

Takeaway

The IR35 and CEST rules are likely to mark the end of the gig-economy as we know it. While the legislation extends the IR35 rules to cover all intermediaries, it also introduces a new status called a “consumer”. The status of consumer is designed to protect those who are not contractors but, for whatever reason, cannot be considered employees. Employees have certain rights that contractors do not, such as Statutory Sick Pay, maternity pay and pensions.

 

Next Step:

Book a free consultation now.

Book a Free Consultation